Here's how you can skillfully handle difficult-to-hear feedback.

The important thing to remember is that if you have the right person in front of you, you are getting this feedback for your benefit and it is not a personal attack or be held against you indefinitely. it's a moment and like all others, it shall pass.

Handling difficult feedback skillfully involves staying calm and open-minded Listen actively without interrupting. This shows respect and helps to fully understand the feedback. Take time to process what’s been said before responding Ask clarifying questions, avoid being defensive Acknowledge the feedback and show appreciation for the perspective, even if you disagree Reflect on the feedback objectively to identify any useful points for personal growth. Consider the source of feedback. If it’s from a trusted colleague or manager, it’s likely with best interests in mind Finally, create an action plan to address valid points and demonstrate your commitment to improvement You can turn a negative experience into an opportunity for growth

In my experience receiving difficult feedback is a skill that you need to cultivate. Receiving feedback is typically a gift, as in my career, I have only had a few people give me the feedback that I needed to hear to correct issues. If you find yourself in that particular situation of receiving feedback that you might consider negative, receive it and make it a part of your development; consider it an opportunity, listen carefully, and ask questions as it might be foreign to you to receive this type of feedback and give thanks at the end. Flip the negative in your mind as an opportunity to improve.

Don't shut down, don't let your fight or flight kick in. don't be thinking of a response while details are shared. This is a learning opportunity, take it on the chin so you have a better chance to learn from it.

Le feedback en lui-même n'est jamais porté innocemment : pour advenir il est le fruit d'une vraie démarche de la personne qui le prononce, d'un effort. Avant de réfléchir au contenu du feeback en lui-même, il est intéressant de se poser la question liminaire des motivations de votre interlocuteur à le formuler, voire d'en discuter avec lui dans l'écoute réciproque. On comprendra ainsi mieux les attendus de la démarche avant d'entrer dans son contenu. C'est souvent à cette étape que l'on réalise la vraie portée du commentaire.. Cela facilitera la prise de recul ensuite, pour chacun.

?? Seek Clarity Ask for examples or further explanations when feedback is vague. This ensures you understand what is being addressed. ?? Show Engagement Demonstrate your commitment to the conversation. Actively seeking clarity shows you are engaged and willing to improve. ?? Prevent Misunderstandings Clear feedback helps avoid frustration. Understanding precise details prevents repeating mistakes. ?? Commit to Improvement Clarifying feedback aids in your development. It highlights your dedication to continuous improvement and growth.

Handling difficult-to-hear feedback skillfully starts with the intent for self-betterment. When you aim to become a more evolved and refined person, you can view challenging feedback not as a personal attack but as valuable information for improvement. Detach emotionally from the feedback and focus on the message. Break down the feedback into specific points, assessing their validity objectively. Consider the perspective and intentions of the person giving the feedback. Reflect on how the feedback can help you grow and create an action plan to address the constructive points. This approach transforms difficult feedback into a tool for becoming a better version of yourself.

Probation Extension(1- Leave of Absence), Performance Improvement Plan (1), Pay Cut on incomplete work (1), Normalized Ratings (5), Bell Curves Standard Deviation Methods(1), Average Ratings(1), Nothing to offer beyond B (4, Highest = A), contractual employees are better than my caliber(1), promotion delays organizational performance not good (4), etc feedback buzzwords in organizational radar. 1,4,5 in brackets are instances for feedback. By listening actively, controlling your emotions, seeking clarification, acknowledging the feedback, reflecting on it, planning actionable steps, following up, and maintaining a positive attitude, you can turn challenging feedback into a powerful tool for growth and improvement, otherwise Fired, I Resign